Mandating change: The impact of court-ordered policy changes on managerial diversity

Elizabeth Hirsh, Youngjoo Cha

Research output: Contribution to journalReview article

6 Citations (Scopus)

Abstract

Although complying with and monitoring court-mandated changes in organizations' policies following employment discrimination lawsuits can be costly to both employers and taxpayers, little is known about the impact of such mandates on increasing sex and race managerial diversity in organizations. Using data on approximately 500 high-profile employment discrimination lawsuits resolved in U.S. federal courts between 1996 and 2008, the authors estimate the impact of court-mandated policy changes on shifts in the presence of white women, black women, and black men in managerial positions. Policies designed to reduce bias expand opportunities for white women but not for other demographic groups. By contrast, opportunities in management for all groups expand when policies are designed to increase organizational accountability by establishing specific recruitment, hiring, or promotion plans and monitoring arrangements. Policies designed to increase rights' awareness are associated with declines in managerial diversity. Notably, compared with verdicts and settlements with modest penalties, those with the most costly monetary payouts do not expand managerial diversity; and in fact, they can backfire.

Original languageEnglish
Pages (from-to)42-72
Number of pages31
JournalIndustrial and Labor Relations Review
Volume70
Issue number1
DOIs
Publication statusPublished - 2017 Jan 1

Fingerprint

Monitoring
Policy change
Employment discrimination
Lawsuit
Mandate
Accountability
Demographics
Employers
Hiring
Penalty

All Science Journal Classification (ASJC) codes

  • Strategy and Management
  • Organizational Behavior and Human Resource Management
  • Management of Technology and Innovation

Cite this

@article{20b6bf827b5b47b7bc3ce5939397ffe2,
title = "Mandating change: The impact of court-ordered policy changes on managerial diversity",
abstract = "Although complying with and monitoring court-mandated changes in organizations' policies following employment discrimination lawsuits can be costly to both employers and taxpayers, little is known about the impact of such mandates on increasing sex and race managerial diversity in organizations. Using data on approximately 500 high-profile employment discrimination lawsuits resolved in U.S. federal courts between 1996 and 2008, the authors estimate the impact of court-mandated policy changes on shifts in the presence of white women, black women, and black men in managerial positions. Policies designed to reduce bias expand opportunities for white women but not for other demographic groups. By contrast, opportunities in management for all groups expand when policies are designed to increase organizational accountability by establishing specific recruitment, hiring, or promotion plans and monitoring arrangements. Policies designed to increase rights' awareness are associated with declines in managerial diversity. Notably, compared with verdicts and settlements with modest penalties, those with the most costly monetary payouts do not expand managerial diversity; and in fact, they can backfire.",
author = "Elizabeth Hirsh and Youngjoo Cha",
year = "2017",
month = "1",
day = "1",
doi = "10.1177/0019793916668880",
language = "English",
volume = "70",
pages = "42--72",
journal = "ILR Review",
issn = "0019-7939",
publisher = "Cornell University",
number = "1",

}

Mandating change : The impact of court-ordered policy changes on managerial diversity. / Hirsh, Elizabeth; Cha, Youngjoo.

In: Industrial and Labor Relations Review, Vol. 70, No. 1, 01.01.2017, p. 42-72.

Research output: Contribution to journalReview article

TY - JOUR

T1 - Mandating change

T2 - The impact of court-ordered policy changes on managerial diversity

AU - Hirsh, Elizabeth

AU - Cha, Youngjoo

PY - 2017/1/1

Y1 - 2017/1/1

N2 - Although complying with and monitoring court-mandated changes in organizations' policies following employment discrimination lawsuits can be costly to both employers and taxpayers, little is known about the impact of such mandates on increasing sex and race managerial diversity in organizations. Using data on approximately 500 high-profile employment discrimination lawsuits resolved in U.S. federal courts between 1996 and 2008, the authors estimate the impact of court-mandated policy changes on shifts in the presence of white women, black women, and black men in managerial positions. Policies designed to reduce bias expand opportunities for white women but not for other demographic groups. By contrast, opportunities in management for all groups expand when policies are designed to increase organizational accountability by establishing specific recruitment, hiring, or promotion plans and monitoring arrangements. Policies designed to increase rights' awareness are associated with declines in managerial diversity. Notably, compared with verdicts and settlements with modest penalties, those with the most costly monetary payouts do not expand managerial diversity; and in fact, they can backfire.

AB - Although complying with and monitoring court-mandated changes in organizations' policies following employment discrimination lawsuits can be costly to both employers and taxpayers, little is known about the impact of such mandates on increasing sex and race managerial diversity in organizations. Using data on approximately 500 high-profile employment discrimination lawsuits resolved in U.S. federal courts between 1996 and 2008, the authors estimate the impact of court-mandated policy changes on shifts in the presence of white women, black women, and black men in managerial positions. Policies designed to reduce bias expand opportunities for white women but not for other demographic groups. By contrast, opportunities in management for all groups expand when policies are designed to increase organizational accountability by establishing specific recruitment, hiring, or promotion plans and monitoring arrangements. Policies designed to increase rights' awareness are associated with declines in managerial diversity. Notably, compared with verdicts and settlements with modest penalties, those with the most costly monetary payouts do not expand managerial diversity; and in fact, they can backfire.

UR - http://www.scopus.com/inward/record.url?scp=85011325195&partnerID=8YFLogxK

UR - http://www.scopus.com/inward/citedby.url?scp=85011325195&partnerID=8YFLogxK

U2 - 10.1177/0019793916668880

DO - 10.1177/0019793916668880

M3 - Review article

AN - SCOPUS:85011325195

VL - 70

SP - 42

EP - 72

JO - ILR Review

JF - ILR Review

SN - 0019-7939

IS - 1

ER -